How to Help Employees Cope with the Aftermath of a Mass Layoff

During the last few months, many of the large technology companies such as Netflix, Amazon, Meta, and Twitter, have carried out mass layoffs, with other smaller companies also culling large numbers of staff. In such tumultuous times, much support is rightly given to those who are laid off but what there is also an impact on those left behind working for the company. So, what can you do to help those employees find their confidence and feel secure in their roles after a round of layoffs?







Understanding Company Layoffs



Being laid off is often traumatic as it can make the person doubt themselves or feel like they did something wrong or didn’t do enough – even when they are among the survivors of the layoffs. From an HR perspective, company layoffs are challenging to manage, especially when it comes to finding ways to ensure the remaining employees feel supported.



It’s important for those affected by company layoffs to realize it’s a process of survival for businesses, that in times of economic downturns companies need to make cutbacks and implement restructures that result in job losses. This can and often does affect the most talented and valued employees at times.



It is also important to remind your team that most people who are laid off do find a new job and return to work or embark on a whole new career as a result of the employment break and the opportunity to consider future plans. All potential positives can be highlighted by the HR department and bolstered by offers to write references for those staff members who’ve been laid off. 



Those left behind will likely have insecurities too or even survivor’s guilt. This is why it’s vital for HR managers to support all remaining staff, to reassure them their job is safe at the moment, and to rebuild trust with staff.



How To Help Employees Cope with The Fallout From Layoffs



Be Transparent



Having to lay staff off is naturally a difficult and upsetting task for any HR member to have to do but by being transparent, you can improve the whole experience for everyone involved – for those delivering the tough decisions, those on the receiving end, and those who are staying at the organization.



Transparency builds trust for those employees who remain in the organization and people respond well to people they like and trust. It’s important to say how it is and to be clear about the reasons for the layoffs. While it may seem brutal at times, telling people the truth shows you respect them and allows the employees who have been laid off to leave in the most positive way possible and those left behind to understand and start to make sense of what has just happened.



Share the details of any help with the transition that the company is offering those being laid off, with those staying behind. For example, let the remaining employees know about any severance packages paid or career assistance offered and clarify if anyone has been furloughed rather than laid off. This way you demonstrate to surviving staff that the company is treating all employees being laid off with respect and kindness – something they will likely respond well to.



Be Supportive



Employees who’ve seen mass layoffs might believe that doing a good job no longer means continuing in the job and that employment security is a thing of the past. Managers and HR teams can do a great deal to help employees who’ve seen colleagues being laid off and might be feeling job insecurity in their existing roles.



It may be a cliché, but actions speak louder than words. Take accountability for what is happening and offer support when you can by asking individuals what they’d like to happen next for them – it may be they want to take time out or potentially go for a promotion if one is available as a result of the company restructure. 



Create a safe space for employees to process their emotions about the layoffs, so that you can address any concerns and ensure they feel listened to.



Create Purpose



Losing colleagues can be distracting and upsetting for those who stay behind at the organization. It’s a good idea to give work a purpose and explain to employees how their roles make a big difference to the overall goals of the company. People who feel valued and appreciated are more likely to connect with their work and want to do a good job.



It is by having a strong connection with teams that HR experts create a healthy company culture, one that encourages staff retention and engagement – and ultimately helps employees to continue to feel valued in the aftermath of a mass layoff.



Offer Support Services



Depending on your level of seniority and how you cope with stressful situations, creating a safe space around what support services look like is key.  Partnering with key businesses to work with employees affected for resume and LinkedIn review and feedback, interview prep to help them land their next role. In parallel, offering mental health services – introductions to counseling practices to help them work through any emotions to ensure they are re-entering the workforce in the best place.



Jenna Bayuk is the founder of Kinship Kollective and has more than 15 years’ experience in the development and coaching of individuals in business spanning marketing, events, talent acquisition, and operations.
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